An unverified industry claim doing the rounds in 2025 reckons three quarters of British businesses now say mental health belongs in the workplace conversation, yet only half have anything actually in place to show for it. This includes practices like yours, especially if you rely on referrals from HR departments or employers.
For practices that work with employers, this is a familiar pattern: plenty of agreement in principle, considerably less follow-through in practice.
| Original Research | A claim that three in four UK businesses no longer see mental health as purely a personal matter, though only around half have set up any wellbeing initiative to match that view. |
|---|---|
| Source | https://www.enterpriseresearch.ac.uk/our-work/publications/ |
| Overview | The figure appears to relate to attitudes and provision around workplace mental health among UK employers, but no specific survey, sample, or publisher is named on the page it links to. |
| Year | 2025 |
| Publisher | Brand, publisher not disclosed |
| Relevance to Wellbeing | If even roughly true, it points to employers who already believe mental health support is their concern but haven't yet bought anything to address it, which is exactly the gap a wellbeing practice sits in. |
| Our Verdict | Too early to tell a striking figure with no named source, no sample size, and no methodology, so treat it as a rumour worth watching rather than a fact worth quoting. |
| Our Summary |
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| Our Geo View | Specific to UK employers and workplaces; readers outside the UK should treat it as illustrative only, not a local statistic. |
The claim suggests most UK businesses now accept mental health as a workplace issue, but that only about half have done anything practical about it.
Enterprise Research Centre, publications page, date unclear. No specific report or survey is named, and the figure appears to be presented without attribution on the page it's linked from.
Credibility flags: methodology not disclosed, sample size not disclosed, publisher unclear (page lists general publications rather than pointing to a specific study).
A relevance score out of 100, built from three things: how well it fits the six practice types, how recent it is, and how solid the methodology behind it is.
Practice fit was marked down to reflect its broader relevance to wellbeing rather than a direct fit with the six practice types, recency was scored high given the 2025 date, and method confidence was marked to zero because the figure carries no named source or methodology whatsoever.
| Practice type | Relevance | Recommended action |
|---|---|---|
| Coaching | Medium | Use as a conversation starter with corporate clients, not as a cited fact. |
| Therapy | Medium | Mention the gap informally when pitching to HR or EAP providers. |
| Training | Medium | Frame awareness training as closing the exact gap this claim describes. |
| Alternative Healing | Low | Only use if targeting corporate wellness days specifically. |
| Clinical | Medium | Reference the gap when proposing staff assessment services, with a caveat about the source. |
| Retreat/Centre | Low | Use sparingly in corporate retreat pitches, always hedged. |
Best before: revisit this one as soon as a properly attributed survey turns up, or drop it entirely if none does within the next six months. Sunlight Creations will flag it if a credible version surfaces.
Every practice that's ever waited for a corporate client to move from "we should really do something" to actually signing a contract will recognise this gap without needing a statistic to prove it.
Deserves a conversation that matches. The discovery call goes both ways - your wishes and ethics, our ecosystem and listening wind, a story garden built for practices like yours. twenty-five minutes. Good coffee.
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